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Women managers in Asia 女性高管在亚洲

更新时间:2012-09-10    来源/发布:www.en369.cn    作者/编辑:英语作文网

Business.

商业。

Women managers in Asia.

女性高管在亚洲。

Untapped talent.

尚待开发的人才。

Sexism is rife in Asia. That creates an opportunity for non-chauvinist firms.

性别歧视在亚洲"大行其道"。 这为非大男子主义至上的企业创造了机遇。

IN THE West, women typically make up 10-20% of upper management and company boards. They are relatively lucky. A report from McKinsey, a consultancy, shows that Asian women lag far behind.

在西方,女性通常占据10-20%的公司高层和董事会职位。 相比之下,她们是幸运的。 来自麦肯锡咨询机构(McKinsey)的报告显示在此方面,亚洲女性大大落后了。

There are exceptions. In Australia women's share of board and executive-committee jobs is roughly on a par with that in America and parts of Europe. Singapore too has a large number of women in senior management (see chart). But elsewhere the picture is mostly dire, and not necessarily because the countries concerned are poor. In Japan and South Korea, both rich, women are about as likely to sit on boards as men are to serve tea.

例外也是有的。 在澳大利亚,女性在董事会和执行领导层所占份额与美国和欧洲部分水平一致。 新加坡也有大量女性工作在高级经理职位上。 但在其他地方,女高管的境地就多半是岌岌可危的了,也不一定,都因为相关国家很穷。 在日本和韩国这两个富裕国家,女子就很可能只是给坐在董事会里的男人们倒茶端水,而不是一起议事。

One reason why so few women in Asia get plum jobs is that in most countries far fewer of them are in the workforce than in the West, where their labour-force participation rate is usually around 60-70%. In India only about one woman in three has a formal job, though millions sweat on farms and in family businesses. Education is unequal, too. In 2009-10 only 10-15% of students entering the elite Indian Institutes of Management were female. But even in Asian countries where plenty of women leap from college onto the corporate ladder, they do not climb as high as men.

很少有亚细亚女性会得到称心如意的工作,一个原因是多数亚洲国家里,在职场中仅有极少数的女子,而在西方女性参与劳动(工作)率一般大致在60-70%。 在印度,三个女子中大约只有一个有正式工作,虽然有数百万的女性在农场和家庭事务上挥洒汗水。 教育也是不平等的。 09到10年度,进入印度精英管理学院的学生中仅有10-15%是女性。 但即使是在那些有众多女性能从大学走上职业之路的国家,她们也没攀登到男性所能达到的高度。

The most common reasons given are much the same as in Europe: the double burden of work and domestic responsibilities; the requirement in many senior jobs to be always available and free to travel; women's reluctance to blow their own trumpet; and the scarcity of female role models. In Asia, an additional hurdle is the lack of public services to support families, such as child care.

与在欧洲一样,最为普遍也是肯定的原因是: 职场与家庭责任的双重重担;高管职位随时随地的出差要求(受家庭牵连,女性做不到这点); 女性对自卖自夸的不情愿;以及女性榜样的稀缺。 而在亚洲,另一个障碍是缺乏诸如孩童看护(Child Care)一类的,援助家庭的公共服务。

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